[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":131,"in_subsite":56,"contact_page_url":7,"banner_message":132},654,"fair-treatment","Fair Treatment",null,"","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment","labourlaw.labourlawpage","en_ZW","2025-07-27T09:40:05.921435+00:00","2026-03-30T17:14:32.993408+00:00","\u002Fcms\u002Fpages\u002F654\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"Zimbabwe","en-zw",{"title":20,"slug":21},"Work in Zimbabwe","work-in-zimbabwe",{"title":23,"slug":24},"Labour Law","labour-law",{"title":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"Work Discrimination, Fair Treatment - Zimbabwe","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002F","index, follow","website","summary_large_image","2025-07-27T11:40:05.921435+02:00","2026-03-30T19:14:33.092865+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Fair Treatment\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-28\u003C\u002Fspan>\n\n  \n\n    \n  \n  \n  \t\n\t\n\t\n\n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Equal Pay\u003C\u002Fh2>\n          \u003Cp>The Labour Act prohibits discrimination in wages on the basis of sex or gender. Labour Code also prohibits discrimination against a current or prospective employee on grounds of race, tribe, place of origin, political opinion, colour, creed, gender, pregnancy, HIV\u002FAIDS status, or any disability in relation to the determination or allocation of wages and salaries.\u003C\u002Fp>\n\u003Cp>As per the 2023 amendment to the Labour Act, every employer is required to pay equal remuneration to male and female employees for work to which equal value is attributed without discrimination on the grounds of sex or gender.\u003C\u002Fp>\n\u003Cp>The Constitution supports the principle of equal pay for male and female employees for work of equal value. The Constitution also supports the right to equal pay for equal work.\u003C\u002Fp>\n\u003Cp>Source: §65(6) of the Constitution of Zimbabwe (Amendment) Act, 2013; §5(2)(a) of the Labour Act 1985; §4 of the Labour Amendment Act, 2023\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Non-Discrimination\u003C\u002Fh2>\n          \u003Cp>In accordance with the Constitution, there cannot be any discrimination on the grounds of nationality, race, colour, tribe, place of birth, ethnic or social origin, language, class, religious belief, political affiliation, opinion, custom, culture, sex, gender, marital status, age, pregnancy, disability or economic\u002Fsocial status.\u003C\u002Fp>\n\u003Cp>Labour Act 1985 requires that employers or other persons cannot discriminate (in employment-related matters) on the following grounds: \"Race, tribe, place of origin, political opinion, colour, creed, gender, pregnancy, HIV\u002FAIDS status or on the basis of disability\".\u003C\u002Fp>\n\u003Cp>Source: §56(3) of the Constitution of Zimbabwe; §5 of the Labour Act 1985\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Equal Choice of Profession\u003C\u002Fh2>\n          \u003Cp>Women can work in the same industries men since no restrictive provisions could be located in the law. In accordance with the Constitution, every person has the right to choose and carry on any profession, trade or occupation, but the practice of a profession, trade or occupation may be regulated by law.\u003C\u002Fp>\n\u003Cp>Sources: §64 of the Constitution of Zimbabwe\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Fair Treatment\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Constitution of Zimbabwe (Amendment) Act, 2013\n          \u003C\u002Fli>\n          \u003Cli>\n            Labour Act 1985 last amended in 2023\n          \u003C\u002Fli>\n          \u003Cli>\n            Labour Amendment Act, 2023\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n  \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_sexharassment_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_forcedlabour_URL_\n      \n          _ll_minors_URL_\n      \n          _MW_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: discrimination at work and equal pay in Zimbabwe – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-28\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Equal Pay\u003C\u002Fh2>\n\u003Cp>The Labour Act prohibits discrimination in wages on the basis of sex or gender. Labour Code also prohibits discrimination against a current or prospective employee on grounds of race, tribe, place of origin, political opinion, colour, creed, gender, pregnancy, HIV\u002FAIDS status, or any disability in relation to the determination or allocation of wages and salaries.\u003C\u002Fp>\n\u003Cp>As per the 2023 amendment to the Labour Act, every employer is required to pay equal remuneration to male and female employees for work to which equal value is attributed without discrimination on the grounds of sex or gender.\u003C\u002Fp>\n\u003Cp>The Constitution supports the principle of equal pay for male and female employees for work of equal value. The Constitution also supports the right to equal pay for equal work.\u003C\u002Fp>\n\u003Cp>Source: §65(6) of the Constitution of Zimbabwe (Amendment) Act, 2013; §5(2)(a) of the Labour Act 1985; §4 of the Labour Amendment Act, 2023\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Non-Discrimination\u003C\u002Fh2>\n\u003Cp>In accordance with the Constitution, there cannot be any discrimination on the grounds of nationality, race, colour, tribe, place of birth, ethnic or social origin, language, class, religious belief, political affiliation, opinion, custom, culture, sex, gender, marital status, age, pregnancy, disability or economic\u002Fsocial status.\u003C\u002Fp>\n\u003Cp>Labour Act 1985 requires that employers or other persons cannot discriminate (in employment-related matters) on the following grounds: \"Race, tribe, place of origin, political opinion, colour, creed, gender, pregnancy, HIV\u002FAIDS status or on the basis of disability\".\u003C\u002Fp>\n\u003Cp>Source: §56(3) of the Constitution of Zimbabwe; §5 of the Labour Act 1985\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Equal Choice of Profession\u003C\u002Fh2>\n\u003Cp>Women can work in the same industries men since no restrictive provisions could be located in the law. In accordance with the Constitution, every person has the right to choose and carry on any profession, trade or occupation, but the practice of a profession, trade or occupation may be regulated by law.\u003C\u002Fp>\n\u003Cp>Sources: §64 of the Constitution of Zimbabwe\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Fair Treatment\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Constitution of Zimbabwe (Amendment) Act, 2013\n          \u003C\u002Fli>\n\u003Cli>\n            Labour Act 1985 last amended in 2023\n          \u003C\u002Fli>\n\u003Cli>\n            Labour Amendment Act, 2023\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment'>Sexual Harassment\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fmaternity-and-work'>Maternity and Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-zimbabwe'>Minimum Wages Regulations - Zimbabwe\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour'>Forced Labour\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth'>Minors and Youth\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-zw\u002Fwork-in-zimbabwe\u002Fminimum-wage\u002F'>Minimum Wage\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":40,"link":41},"Contact Us",{"title":40,"url":42,"description":40,"rel":43,"type":44,"id":45},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[55],{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},true,[58,62,66,70,74,78,82,86,90,94,98,102,106,110,114,115,119,123,127],{"id":59,"short_title":7,"title":60,"url":61},640,"Work and Wages","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fwork-and-wages",{"id":63,"short_title":7,"title":64,"url":65},641,"Compensation and Working Time","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fcompensation-and-working-time",{"id":67,"short_title":7,"title":68,"url":69},642,"Annual Leave and Holidays","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":71,"short_title":7,"title":72,"url":73},643,"Contracts and Dismissals","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":75,"short_title":7,"title":76,"url":77},644,"Notice and Severance","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":79,"short_title":7,"title":80,"url":81},645,"Family Responsibilities","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffamily-responsibilities",{"id":83,"short_title":7,"title":84,"url":85},646,"Maternity and Work","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fmaternity-and-work",{"id":87,"short_title":7,"title":88,"url":89},647,"Job Protection","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":91,"short_title":7,"title":92,"url":93},648,"Breastfeeding","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":95,"short_title":7,"title":96,"url":97},649,"Health and Safety","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fhealth-and-safety",{"id":99,"short_title":7,"title":100,"url":101},650,"Sick Leave","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsick-leave",{"id":103,"short_title":7,"title":104,"url":105},651,"Work Injury Benefits","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":107,"short_title":7,"title":108,"url":109},652,"Social Security","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsocial-security",{"id":111,"short_title":7,"title":112,"url":113},653,"Unemployment Benefits","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":4,"short_title":7,"title":6,"url":9},{"id":116,"short_title":7,"title":117,"url":118},655,"Sexual Harassment","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":120,"short_title":7,"title":121,"url":122},656,"Minors and Youth","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":124,"short_title":7,"title":125,"url":126},657,"Forced Labour","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":128,"short_title":7,"title":129,"url":130},658,"Trade Unions","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]